About Brayden Olson

This author has not yet filled in any details.
So far Brayden Olson has created 6 blog entries.

How Data Can Help ‘Human’ Remain at the Heart of Human Resources

By |2023-03-29T12:43:08-07:00March 29th, 2023|

Professionals in human resources (HR) have found themselves at the center of a major cultural shift. The pandemic, remote work, and the ongoing struggle for diversity, equity, and inclusion (DEI) in the workplace have all required HR departments to quickly adapt and take on greater responsibilities than ever before. In response, companies are currently making [...]

Tenure vs. Turnover: Businesses are Missing the Data That is Right Under Their Noses

By |2023-02-03T13:20:54-08:00February 3rd, 2023|

No matter which way you slice it—whether you call it the great resignation, quiet quitting, or the white-collar recession—tens of thousands of jobs were lost at the end of 2022. The tech sector was particularly hit hard, with layoffs counting in the tens of thousands and leaving many searching for new jobs. Ironically enough, many [...]

Transforming Data from Deadweight to Discernment

By |2023-01-20T11:51:38-08:00January 20th, 2023|

It was found that 67% of senior leaders have been part of at least one underperforming transformation in the last five years. Leaders in 2023 are fighting a multitude of battles, however, including but not limited to inflation, workforce retention issues, and digital transformations that are hard to keep pace with. This has led many [...]

Defining The Fourth Generation of Human Capability Measurement

By |2022-07-21T22:23:32-07:00July 21st, 2022|

The concept of measuring human capability isn’t a new one. One of the first, the DISC assessment, was first proposed almost a century ago in 1928 but is still employed today. These capability measurements set a framework for filling the wide ecosystem of the work world today. What is even more interesting, when you boil [...]

Socioeconomic Bias in Talent Management: Why Solving The Issue is Good For Business

By |2022-05-24T16:14:56-07:00May 23rd, 2022|

If you’ve been around the HR field for more than a day, you’ve likely heard a lot about adverse impacts. Adverse impact involves the categories of classes, such as race or age, that are protected by law—and every major organization has to ensure their processes don’t unintentionally bias against these demographics. However, there are [...]

Go to Top